The Top Management Of Every Organisation

Published Date: 02 Nov 2017

The responsibility starts off with the first step which is planning, in which the managers have to make a map that how they are going to achieve a specific goal. If the company’s has defined its objective as increasing its annual sales, then the manager has to focus his physical and mental capabilities in planning the steps which are important to achieve that goal. These steps comprise of a proper plan which becomes the base of the pyramid.

It is important that once the managers have set down their map of plan, then he needs to work on organizing so that the plan can be put in to action.

Once the key areas have been recognized, then the manager has to beef up the employees and staff them through proper recruiting , staffing and developing the skills of his subordinates. In order to achieve this, the manager has to work closely with the human resources department so that the key objectives can be achieved.

The leading skills is very important for the manager so that his team can be lead and the company’s objectives can be achieve. In order to do this the manager has to lead which is the first step towards motivating, communicating and encouraging the subordinates. Lastly, through controlling the manager continuously analyses and evaluates the results along with the goals which were set up. If the two factors are not well aligned, then the manager needs to take the corrective action and make sure those goals and the achieved results fall on the same parameter . (Hill, C. W. L., & McShane, S. L., 2008)

A manager has many hats to wear, he is not only the leader leading his teams but at the same time the manager also is the planner, coach, problem solver, and many more. He is many roles assigned to himself (Terry,G. R.,1972). 

Companies usually define their year long objectives, such as improve the brand image, or increase the divisional sales of a particular unit. Such objectives are set, and discussed by the top management of the companies which includes the executives and VPs. Once they have been set, the functional unit is responsible for setting strategies of how to achieve the objectives set by the top management.

Thanks to the interpersonal, informational and the decisional roles of the managers that the objectives are met with smooth strategies and at the same time tackle with unexpected problems as well.

Managers are a very important part of the organizational structure of any organization, they are the ones who use their driving force and lead the organisation at a function so that it can be led to new heights. The manager plays a very essential and a significant role in the performance of the organization . (Hill, C. W. L., & McShane, S. L., 2008)

Question No 2

The managerial function of the managers to ensure that the right person is hired to do the right job is the staffing function where the manager conducts a transparent and an effective selection system. The job does not end once the subordinates are hired but after that even the managers are responsible for the appraisal and the development of the subordinates . (Hill, C. W. L., & McShane, S. L., 2008)

The staffing role is pertained to the recruitment, selection, training, development and evaluation of the subordinates. It forms a very vital part of the managerial function apart from the planning, organizing, leading, controlling functions. All these four functions are directly dependant on staffing, because everything comes down to the manpower available to accomplish these goals. It is a pervasive activity which has to be carried out by the managers and is a continuous process because it takes place throughout the life cycle of the organisation due to the changing life cycle stage that the business has to go through. With the help of the staffing function, it can be ensured that the right person is hired to do the right job, which can be done through an effective recruitment process and help in the selection of the most suitable candidate for the job (Terry,G. R.,1972). 

Staffing is performed by the entire manager because it all depends on the type of the business and the size of the companies. Where in small companies, managers conduct the function themselves but on the other hand, human resource department carries out the complete recruitment process in the medium and large scale companies.

The most important asset or the resource of any company is its employees, because they play an important role in either making an organisation or undermining it. They are behind the reputation of the products and services which the company is selling. (Hill, C. W. L., & McShane, S. L., 2008)

In order to stay competitive in the market, an organization should try and respond to the changing environment effectively because only the right type of staff can help in pushing the organization through the changing time period and safeguard success in the future. Human resource management is the key ingredient because only the transparent hiring process can maintain and ensure the competent, committed staff which will help the top level managers in meeting the strategies to achieve the company objectives. Managers can ensure the solid HRM practices so that the company’s workforce can be moulded in to a team which is highly motivated and committed, which has the driving power to manage the ever going changes and manage them effectively so that the organizational objectives can be achieved. (Koontz, H., & O'Donnell, C.,1972). 

There are three important principles to HRM that every manager should understand and lead more efficiently. Firstly, all managers are human resource managers as well, that is, irrespective of the division a particular manager manages, he has to be an important part of the human resource division as well. Secondly, managers need to understand that the employees are the competitive edge of any company and they form important assets of the company, more than building or equipment is. Therefore it is the role of every manager to initiate a matching process so that the needs of the organization can be matched by the skills of the employees.

Question 3

Organization culture is defined as the set of values and norms which are held dear by any

organization. The top management of every organisation wants that their culture remains deeply embedded in the company and followed by the subordinates as well. A positive organisation culture contributes significantly to the overall performance and the efficiency of the organization. The top management of the company has the responsibility of creating a positive wave in the organisation and the top officials should be involved in these matters which fall out the management function. They need to motivate the employees, because only a good organization culture can make sure that the employees remain positively motivated and they provide their best to the productivity of the company. They should set goals which are realistic and encourage the employees in reaching a positive culture.

Through open communication, the top management and the employees can indulge in working together towards the organisation culture. Employees should be given the leverage of openly communicating with the top management if they feel they have a concern that should be addressed.

Transparency is another way, sharing every possible information with the employees and not showing reluctance to share it will definitely boost the morale of the employees. The positive work culture should highlight the accomplishments and appreciate the employees where necessary and correct them where they are wrong. The satisfaction should not only be developed at team level but individually as well.

Top management has a very important role in ensuring that the good organization culture is maintained so that the employees can over the legacy to the new comers as well. The productivity and the efficiency of the organisation is directly affected by the organisation culture and in the culture which is followed by a company, the managers need to revise some aspects of the culture and stick to the important ones. They have the power to either implement a good culture or stay with the bad one. Although implementing the organization culture is a very time consuming process but once these changes are accepted, they contribute positively to the organization. (Terry,G. R.,1972)